We are all aware that the technological advancements of the 4th industrial revolution, besides socio-economic and cultural changes, have laid the foundation for a major shift in the future of work. Although the topic of “Future of Work” has been center stage for years now, but as the globe was hit by the seismic changes of the Covid-19 pandemic, we found ourselves already amid major shifts in the work environment, mindsets, and ways of work.

By mid-2020, we had already witnessed fundamental changes in workforces, workplaces, and to large extent even in the type of work we do, across all industries. This change has impacted our lives entirely, even on a personal level. Although businesses that digitally equipped were clear favorites in navigating these uncertain times as close as possible to normal, the “new norm” in work has mandated businesses to rethink and redesign their core values and operations and has revealed new tendencies and possibilities to both employers and employees.

 

The technologies we are using today, whether to facilitate communication, sharing content, manage HR affairs or any other, revealed many alternatives for the traditional work policies. They showcased the viability and positivity of business cases for unique work modalities, such as the hybrid workplace, in which an employee can choose to work at office or remotely according to the job requirements.

 

The traditional idea of going to the office 5 days a week or working 9 AM to 5 PM has been disrupted. Companies are making room for more creative and flexible approaches to getting workers to perform. Today, governments and organizations are adopting shorter working weeks, flexible hours, remote working, and other measures, to ensure maximum flexibility and productivity of the employees.

In many ways, technology has already started shaping the future of work.  At this pivotal moment of innovation, we can assess if the current ways of working and learning still serve our needs to the best.

However, this resilience, flexibility, and business continuity that technology provides are accompanied by some concerns that companies today need to consider. The first question is about the gap in digital skills and knowledge, and how ready are the workers for such norm-disruptive changes.

 

The answer to this question will be a shift from bottom-line to human-centered development. Leaders and organizations that put people first and use technology to improve both workforce and business will reap the most benefits in the future workplace.

 

Several startups across the world are identifying ways to use emerging technologies for good, to shape and improve the future of work. From alternative talent models to re-skilling—the opportunities to invest in the future of work are endless. This resulted in creating a new caliber of qualifications, allowing different categories of professionals to join the labor market, and enabling the inclusion of different talents and capabilities.

 

Employers are currently facing great resignations or great reconsiderations, as many people quit their jobs to make use of the sharing economy options that were made possible by technology, as the incredible reach of the internet has given millions of people around the world the ability to make living by monetizing any skill, talent, asset, or opportunity they may have.

 

On the other hand, millions of vacancies are opening globally created as well by emerging technologies. This dynamic has given the power to the individual worker, with employers redesigning organizational practices centered around the needs of their talent. 

Not only will organizations and jobs face significant disruption, but the skills required for the future of work will also change. The only constant skill in the future of work will be the ability to continuously learn and seek out in-demand skills as technology advances. Learning and development will follow a parallel path as workers seek to strengthen their innately human skills that cannot yet be automated as well as build new technology-focused skills as we work with more tools that augment our capabilities.

 

According to the International Labor Organization, the world recognizes that certain measures must be identified to ensure that all work-related operations provide decent work conditions, as no contractual form is immune to the ongoing transformations in the work landscape. Even when the years ahead bring more changes, the need for work for one’s livelihood and its impact on a person’s overall well-being will not change. Thus, it is incumbent on governments, as well as employers, workers, and their organizations, through national, regional, and international efforts, to focus on these challenges in the context of the future of work, to promote stable and just work for all.